随着金融改革的步调持续加快，金融市场产品差异性逐渐减小，金融体系内 部竞争持续加大，不断涌出的城市商业银行、地方性银行、外资银行、民营银行 以及互联网金融企业也都在威胁着传统银欧亿·体育（中国）有限公司的业务发展。加上近年来我国经济 形势呈现下行趋势，银欧亿·体育（中国）有限公司发展速度减缓、不良率攀升、利润下降明显，股份制 商业银行迎来“内忧外患”的竞争局面。在此背景下，银行员工工作压力与日俱 增，而且不增反降的薪酬福利待遇也极大的消耗着员工的工作积极性和稳定性。 银行员工流失情况日渐加剧，现已严重影响到银行的正常人力资源管理和长期业 务发展规划，限制了银行的业务扩展进程。A银行作为全国性股份制商业银行， 受到内外环境的影响明显，员工流失情况和离职氛围持续蔓延，而A银行NC分 行作为新开设分行，员工流失情况甚至比同期其他银行更为严峻，分析了解该银 行员工流失情况并对此提出行之有效的对策具有十分重要的理论和实践意义。 本文以A银行NC分行员工流失现状作为研究对象，首先对A银行NC分行的 基本情况和人力资源情况进行介绍，通过对员工流失现状进行调查分析，结合 Price-Mueller模型中的变量和对个别员工访谈综合设计问卷调查，整理出员工 流失的具体数据和流失员工的背景情况。再以马斯洛需要层次理论、期望值理论、 双因素理论作为理论依据设计研究调查问卷和访谈内容，再分析总结员工流失的 主要原因。经归纳了解员工流失原因主要包括外部金融政策环境严峻（如政策影 响导致银行内部缩减人员、大众观念弱化银行对民众择业的吸引力）、内部银行 管理欠缺规范（如薪酬水平较低但工作强度较高、内部晋升通道不清晰、绩效考 核不合理、培训体系不健全、人力资源管理不完善）、员工自身家庭因素等三个 大的方面。根据这些员工流失的原因，有针对性地分析提出可实施的对策，如优 化晋升机制、协助员工构建职业生涯规划、优化岗位设置、调整薪酬水平、提升 薪酬的公平合理性、建立合理薪酬管理体系、完善培训管理、健全制度建设等， 帮助银行有效控制员工流失情况，为A银行NC分行留住更多的人才资源。 关键词：A银行NC分行；员工流失；对策研究 Abstract Asthepaceoffinancialreformcontinuestoaccelerate,thediversityofproducts infinancialmarketsisdiminishingandtheinternalcompetitioninfinancial systemisincreasing.Andurbancommercialbanks,localbanks,foreignbanks, privatebanksandInternetfinancialenterprisescontinuetoemerge,whichhasbeen threateningthebusinessdevelopmentoftraditionalbankingindustry.Inaddition, China’seconomicsituationhasshownadownwardtrendinrecentyears,andthe developmentspeedofthebankingindustryhassloweddown,thenon-performing loanshasrisen,andtheprofithasdecreasedsignificantly.Joint-stockcommercial banksarefacingboththeinternalandexternalcompetitive situation.Undersuchcircumstances,theworkstressofbankemployeesisincreasing daybyday.Whatismore,thesalaryandwelfarebenefitsarenotincreasingbut decreasing,whichalsogreatlyweakenstheworkenthusiasmandstabilityof employees.Theincreasingstaffturnoverofbankshasseriouslyaffectedthenormal humanresourcemanagementandlong-termbusinessplanninganddevelopmentof banks,andrestrictedthebusinessexpansionprocessofbanks.ABank,anational joint-stockcommercialbank,isgreatlyinfluencedbyboththeinternalandexternal environment.Itsstaffturnoverhasincreasedandtheatmosphereofadmissionhas spread.Andasanewbranch,NCbranchofABankhasamoreseriousproblemof employeeturnoverthanotherbanksinthesameperiod.Therefore,itisofgreat theoreticalandpracticalsignificancetoanalyzeandunderstandtheproblemof employeeturnoverinNCbranchofABankandputforwardeffectivesolutions. TakingthecurrentsituationofemployeeturnoverinNCbranchofABankasthe researchobject,theauthorintroducesthebasicsituationandhumanresourcesof NCbranchofABankfirstly.Thenbasedontheinvestigationandanalysisofthe presentsituationofemployeeturnover,combiningwiththevariablesinthe Price-Muellermodelandthequestionnairesurveycomprehensivelydesignedforthe interviewwithindividualemployee,theauthorsortsoutthedetaileddataofemployee turnoveranditsbackground.,Afterthat,basedonMaslow’sHierarchyofNeeds Theory,ExpectationTheoryandTwo-factorTheory,thequestionnaireandinterview contentaredesigned,andthemainreasonsforemployeeturnoverareanalyzedand summarized.Aftersummarizing,theauthorunderstandsthatthereasonsforemployee turnovermainlyincludesthreeaspects:thesevereexternalfinancialpolicy environment(forexample,duetotheinfluenceofpolicies,banksreducetheirstaff andthepublicperceptionweakenstheattractivenessofbanksforpeopletochoosea career),internalbankmanagementlackingofstandard(suchaslowpaylevelwith highworkintensity,unclearinternalpromotionpath,unreasonableperformance appraisal,imperfecttrainingsystemanddeficienthumanresourcemanagement),and familyfactorsofemployees.Accordingtothereasonsforemployeeturnover,the authormakesatargetedanalysisandputforwardfeasiblesolutions.Forexample, optimizethepromotionmechanism,assistemployeestobuildcareerplanning, optimizethepositionsetting,adjustthesalarylevel,enhancethefairnessand rationalityofthesalary,establishareasonablesalarymanagementsystem,improve thetrainingmanagementperfectthesystemconstruction,etc.,Inthisway,the authoraimstohelpthebanktoeffectivelycontrolemployeeturnover,andretainmore talentresourcesforNCbranchofABank. Key-words:NCbranchofABank;EmployeeTurnover;CountermeasureResearch 目录 1.绪论..................................................................................................................1 1.1研究的背景..............................................................................................1 1.2研究的意义..............................................................................................1 1.2.1理论意义.......................................................................................1 1.2.2实践意义.......................................................................................2 1.3国内外文献综述.....................................................................................2 1.3.1国内相关文献综述......................................................................2 1.3.2国外相关文献综述......................................................................3 1.4论文的研究内容和思路框架.................................................................4 1.5论文的研究方法......................................................................................5 2.基本概念及理论模型概述..............................................................................7 2.1基本概念.................................................................................................7 2.1.1员工流失......................................................................................7 2.1.2工作满意度..................................................................................7 2.1.3组织承诺......................................................................................8 2.2理论及模型概述......................................................................................8 2.2.1马斯洛需要层次理论...................................................................8 2.2.2期望理论.......................................................................................9 2.2.3双因素理论.................................................................................10 2.2.4Price-Mueller模型...............................................................11 2.2.5马奇和西蒙模型........................................................................11 3.A银行NC分行员工流失情况及影响...........................................................13 3.1A银行NC分行基本情况介绍..........................................................13 3.2A银行NC分行人力资源的基本情况..............................................13 3.2.1组织架构及岗位设置................................................................14 3.2.2员工结构....................................................................................15 3.2.3员工薪酬体系............................................................................17 3.3A银行NC分行员工流失现状和特点..............................................18 3.3.1A银行NC分行员工流失现状...............................................18 3.3.2A银行NC分行员工流失特点...............................................19 3.4员工流失对A银行NC分行的影响................................................20 3.4.1增加人力资源成本....................................................................20 3.4.